2019 Legislative Priorities Focus on Growing the Detroit Region

The Detroit Regional Chamber’s Board of Directors recently adopted its legislative priorities for 2019. These 14 priorities, which are critical to economic development and growth of the region, include investing in infrastructure, support for a reliable regional transit system, maintaining a pro-growth tax structure, and creating pathways to postsecondary education and careers, among many other pro-business policy issues. This year’s priorities are aligned with the five pillars that guide the Chamber’s economic development strategy to position the region for global competitiveness.

 People:

  • Maintain a pro-growth tax structure that allows Michigan to compete globally for business and talent.
  • Encourage smart spending policies and long-term budgeting that prioritizes fiscal solvency.
  • Maintain a regulatory climate that is conducive to Michigan’s growing economy.
  • Support reforms for Michigan’s criminal justice system that reduce lengthy and costly sentences and provide age-appropriate rehabilitation.
  • Support policies that expand employment opportunities for chronically underemployed populations.

Community:

  • Increase dedicated infrastructure funding and lead efforts to prioritize regional transit options for the Detroit region.
  • Encourage regional policies that are consistent with state and federal law and balance local needs with economic growth.
  • Promote policies that increase access to health insurance while opposing policies that drive up costs for employers and individuals.

Talent:

  • Maintain rigorous K-12 standards that allow students to succeed in the global economy.
  • Create greater accountability for quality and siting in charter schools.
  • Increase postsecondary education attainment through policies such as increased dual enrollment and expanded, need-based financial aid.

Global Connectivity:

  • Create pathways to career opportunities in the automotive industry that develop high-skilled talent, including support for immigration reform and the attraction of international students.
  • Promote smart trade policy, including continued USMCA participation and resisting short-sighted trade restrictions or tariffs that inhibit growth.

Next-Generation Mobility:

  • Support policies that allow Michigan to continue to lead in research and development testing for next generation mobility solutions and other emerging industry sectors.

 

The Four Digital Marketing Topics Your Business Should Master Right Now

Digital marketing is an ever-evolving industry, with innovative studies, reports and “best practices” published seemingly every day. Some of the top bloggers, from Neil Patel to Jeff Bullas, offer cutting-edge digital marketing techniques and dedicate their lives to mastering this in-demand discipline.

To truly understand and stay on top of the internet world, individuals would have to scour hundreds of blogs and attend top industry events around the world. This is both time-consuming and costly. Most businesses simply do not have the resources or capacity. Mastering the top digital marketing topics can drive revenue and improve brand awareness. The question becomes, is there a way to understand the most pertinent topics to drive business growth?

Yes.

The Detroit Regional Chamber’s digital marketing team has scoured the internet and listened intently to the top digital marketing conversations to bring together the four most important topics for 2018. The savvy business professional can learn the ins and outs of these topics at Digital Marketing Secrets Revealed, a morning dedicated to the year’s biggest digital marketing topics, May 3. Read below for a preview of the topics that will be discussed.

The New Facebook Algorithm

In January, Facebook changed its news feed algorithm, throwing the digital world into a frenzy. Some bloggers believed it was merely a ploy for more advertising dollars, while others lauded the change in the name of more meaningful and engaging social media content. Nearly every blog has posted about the new algorithm, providing its own take on the constantly-evolving social network.

Online Reputation Management

Online reviews have existed for decades. Since the dawn of the internet, people could rate purchases and companies on their websites, chat rooms, forums or early social networks. But now, online reviews are much more organized and widely utilized – something that was not the case in the early 2000s. Ninety-two percent of consumers report reading online reviews before making a purchase, a number that has grown every year since online reviews became commonplace. In addition, 40 percent of consumers will form an opinion on a product or business based on as few as three separate reviews. This applies to both B2B and B2C companies, meaning all industries should look at their online reputation.

Influencer Marketing

Made popular by Instagram, Snapchat and YouTube, brands have started using social media to promote events through community influencers. From Instagram models to YouTube sensations, influencer marketing has become a popular and effective form of marketing to consumers. This topic has been trending for years, but traditional business still has not grasped its importance or effectiveness in the marketplace. If you do not think celebrities can impact a business, consider Snapchat’s struggles in the wake of a single Kylie Jenner tweet.

How to Invest in Digital Marketing Resources

The idea of investing digital marketing resources is largely a function of the three aforementioned digital marketing topics – it would be difficult for one person to handle a major business’s online reputation, manage a network of influencers, and stay abreast of the latest social media algorithm changes. However, companies have options when it comes to investing in digital marketing resources. Marketing agencies provide full digital marketing management packages so companies do not have to worry about anything online. On the other hand, a business may also choose to promote from within or hire interns to keep a close eye on digital properties. Both sides provide pros and cons. It simply depends on the company’s needs.

To learn more about these topics and find out where your business should be focusing its digital marketing efforts, check out Digital Marketing Secrets Revealed, May 3.

Part 2: When Talent Returns to Detroit

By Sarah Craft

I introduced my friend Bryan Lewis in my last post. He’s from Southfield, left the region for school and came back just a few years ago.

When he graduated from Carnegie Melon University with a Master of Science degree in energy science, technology and policy in 2014, he was set on moving to Washington, DC or New York and had no plans to return to Detroit.

But things happened differently.

Bryan was finishing a fellowship with his university and was hunting for long-term employment within his field. Out of the blue, an old friend from home contacted him to say he was starting a sustainable clothing company in Detroit and he wanted his help. Bryan brushed it off and kept looking for jobs in Washington, DC and New York.

A few days later, his best friend from college with no attachment to Detroit contacted him and said he was considering a position in the city. With two calls in a week, he realized that something was clearly happening back at home.

Wanting to show his friend all that Detroit had to offer, Bryan coordinated a visit. Over the short trip, the two went to community events, met with other professionals, and had a blast enjoying the city’s nightlife and cultural activities.

“I had never seen Detroit in such a light,” Bryan said. “Everything was building and people had optimism. It was a vibe I personally hadn’t seen or felt from the city in my entire time living here. My friend and I left feeling excited about the opportunity. We felt welcome in the city.”

His friend decided to take the job and move from New York City to Detroit. And two weeks after the trip, Bryan found out about the position with Youth Energy Squad.

“The rest is really history,” he said. “One week after my job term at Carnegie Mellon ended in August of 2015, I signed the dotted line and became director of the Youth Energy Squad, my literal dream job.”

Like Bryan, many survey respondents said they came back for a short list of reasons: family, an interest in Detroit, and an opportunity to make an impact.

“California is too far from family and I was missing out on too many births, birthdays,” etc.

“I’ve always wanted to return and try and bring back my experience in other cities to try and progress Detroit.”

 “I was working in education reform and school turnaround while living Chicago. I wanted to invest in the efforts around education reform in Detroit.”

Even with a desire to return home, the transition back isn’t always easy.

Of the survey respondents, 30 percent said it was difficult (selected one or two on a five-point scale) to find housing, 38 percent said it was difficult to find a job, and 24 percent said it was difficult to make connections to new friends or professionals.

“It took two years and several bids to get a home in our dream neighborhood, North Rosedale Park, but when we found the match, we received assistance from the city. It was difficult to come from a metropolitan with major stores everywhere, to home where everything is in the suburbs. It was also difficult because we wanted a family and knew there were no consistently successful, diverse schools in the city.”

“I did not return to Michigan with a job in 2011 and it took many months to identify employment (resulted in creating my own job / starting a nonprofit).”

“Returned for an internship then turned down a job to do Challenge Detroit. I loved moving to Detroit and living here, but professionally it was unfulfilling and difficult to find like-minded people and organizations in public health.”

When Bryan came home, he returned to a place that was very different from the place he had left. He needed a new network of friends and professionals to help with his career and his social life. Like others expressed in the survey, finding one “in” was all it took to get reconnected.

“The crowd is the crowd and once you get in with one, you get in with others,” he said. “I found somebody I trusted, and who trusted me back, who was well plugged in. She helped me really accelerate my professional contact development.”

Transit is one of the biggest adjustments to many returning home.

“Car insurance was one of the biggest shocks I had coming back,” Bryan said. “It nearly doubled. I investigated ways of getting around without a car and none were really available that met my needs. I sucked it up, but I recognize that many others might not have that privilege.”

Because many left for opportunities in larger metropolitan areas with more sophisticated regional transit, they got used to the lifestyle. Coming home to our system was not a pleasant surprise:

“A lack of regional transit makes it difficult for my partner and I. We both work in cities other than the one in which we live. Light rail would greatly ease this burden but it failed.”

I got used to using public transit and not having it here has been a serious adjustment.”

 “Returning from another city to the car-centric Detroit area was expected but still somewhat jarring.”

Detroit has a lot to learn from these experiences.

Not only is transit a high priority for talent, but improving diversity in housing options, walkability, equity and  K-12 schools were all cited over and over again as ways the region needs to improve.

If we want to keep people like Bryan, we’ll have to do better as a region. And although he loves so much about his life at home, it’s not a guarantee he’ll stay long-term – his girlfriend still lives in New York so, of course, that’s a move he sometimes thinks about.

The Detroit Drives Degrees talent working group and its partners are brainstorming ways we can use this talent platform to improve state and regionwide strategies in these areas and others. If we can lift talent voices around initiatives like these, we may be able to improve regional cooperation and statewide policy so everyone’s quality of life improves.

Despite the struggles, many of the “boomerang” respondents are passionate about the region: They’re often happy to be home and they want to see their cities improve. They also want to see others have positive experiences  if they decide to make the move. For those considering coming home, here is some advice from the experts:

“Be patient – it takes time to build a community.”

“Follow people in the region or from the region via social media and start to read up on current events and news in the area.”

“Know what you are passionate about and connect with like-minded people/groups. Keep an open mind and be persistent.”

“Get plugged into a network as soon as possible.”

“Be open minded and ready to make an effort to fit in. It doesn’t happen on accident.”

“Have a car.”

Bryan shared his advice the most eloquently:

“Detroit is filled with amazing and talented leaders who have been doing it together for decades. My role is but a small one and it is part of a much bigger picture – a picture that should better highlight the incredible work that black and latinx community organizers and developers have been painting since before my time. My advice is to, when you’re ready, come back and work hard – but work to stand on the shoulders of the giants we have already and build further.”

More to come next week. Don’t hesitate to reach out to share your story or your ideas: scraft@detroitchamber.com.

Sarah Craft is a program associate for Detroit Drives Degrees.

Improving Talent Attraction and Retention

By:  Sarah Craft

Detroit Drives Degrees (D3) has three focus areas: Allowing regional residents improved access to a postsecondary opportunity, improving success within those programs, and retaining this talent once they’ve completed their certification, as well as attract new talent to the region. When we say “talent”, we’re talking about people with any sort of postsecondary credential, including a professional certification, and degrees including associate, bachelors and beyond.

Detroit Young Professional Mixer

We’re working with incredible partners throughout the region to reach our goal of increasing the number of people with postsecondary degrees to 60 percent by 2025. Detroit Young Professionals (DYP) is one of those partners. DYP is dedicated to strengthening the next generation of regional leaders by providing professional development, civic engagement and networking opportunities. Professional organizations like this do an incredible job getting local people connected to opportunities, as well as providing an effective welcoming mat to area newcomers.

D3’s talent working group is doing research to better identify strengths, challenges and opportunities in regionwide talent attraction and retention. We’ll be promoting a broader talent survey in the next week or two, but we’ve also been looking at national models, research and facilitating one-on-one and focus group discussions to better understand talent needs.

DYP serves on our working group, and we recently attended one of their networking events. With more than 200 people present, we collected useful narratives and perspectives on individuals’ experiences related to talent retention and attraction.

Why Here imageThe biggest takeaway was that region’s opportunity for making an impact and the spirit of our people is what seems to matter most. Whatever possible improvements to talent retention and attraction we come up with will be sure to focus on people, equity and relationship building.

Here are highlights from questions we asked at DYP:

Why do you live in the region?

  • Family
  • To be part of positive changes
  • The spirit of Detroiters
  • Deep roots and pride
  • Career
  • It’s a cool place to live

What are your community’s greatest assets?Best Assets

  • People
  • Activities
  • Walkable communities

How can people get connected to your community?

  • Spend time (and money) at local
    businesses
  • Get involved with a local organization
  • Get out and about to talk to neighbors, attend networking events or joining a recreational sports league
  • Through Facebook, Instagram, Twitter and other social sites like Meetup

Unfortunately, many people weren’t sure how to encourage others to get connected to their community, especially when people lived in smaller suburban communities like Romulus or Roseville.

For residents, new to the region or to those who left for a while and recently returned, we asked:

What made your transition to the region easy?

  • Having a friend, colleague, family member or neighbor as a guide
  • Being curious and open to new experiences
  • Finding a community to be involved in, like the music scene, volunteer opportunity, or an interest-based networking group
  • Looking through social media to find out about events

What made your transition hard?

  • Finding new friends
  • Finding a place to live
  • Outside perceptions of the region, especially related to safety
  • Adjusting to the quality of life, like not having regional transit or the lack of walkable communities

What could have made your transition better?

An easier way to:

  • Make friends and meet new people
  • Find things to do, based on interests or personal recommendations
  • Get information about the region, like where to live based on interests and lifestyle

Stay tuned for our upcoming talent survey and opportunities to get involved in our work. For questions, comments, or ideas, reach out to scraft@detroitchamber.com.

Business and Education Leaders: College Access Programs Are Launchpad for Region’s Economic Prosperity

Continued progress on raising educational attainment levels and driving economic development in the region requires enhanced investment in and support for quality higher education access programs. That was a key message outlined by David Dodson during a keynote address at the Chamber’s Talent Outlook: Detroit Drives Degrees breakfast in March.

The event brought nearly 200 attendees together to hear from leaders from the higher education, business, government, nonprofit and philanthropic sectors on what is needed to maintain Southeast Michigan’s economic momentum.

Praising the work of the Detroit Regional Chamber’s Detroit Drives Degrees, an initiative under Forward Detroit, Dodson challenged the business community in attendance to focus on creating bigger and better launching pad programs in Detroit that encourage more young people to get a postsecondary education. The payoff, Dodson said, will be more graduates choosing to remain in the state, and a robust talent pipeline that will put Michigan at the top of the list among national and international investors.

Drawing from his personal journey, Dodson shared how mobility outcomes can drastically change with a postsecondary credential. His philosophy centered around the belief that a person’s socioeconomic status early in life should not determine where they end up later and education makes all the difference.

The pathway to upward economic mobility is a three-step process, according to Dodson. First, one must complete foundational education. Secondly, obtain a postsecondary credential. Lastly, enter and advance in the workplace. Educational experience, a support network, work exposure, work experience, professional development and a professional network are all building blocks that must be developed and cultivated to achieve success.

The event also featured a panel that shared insight on how to strengthen the Detroit region’s homegrown talent pipeline (pictured). Dodson was joined by Amber Arellano, executive director of The Education Trust-Midwest; William Huffaker, global director of talent acquisition for General Motors Co.; and moderated by Brandy Johnson, executive director of the Michigan College Access Network.

The discussion centered on the concept that talent, not capital, is Detroit’s most important asset.

“Detroit children are at the bottom of student achievement,” Arellano said. “A Boston fourth-grade student, educationally, is three years ahead of that of a Detroit student. The schools can’t do it alone. We all need to become advocates, pushing for urgency, excellence and equity.”

“The talent pipeline picture really isn’t pretty,” Huffaker added. “At General Motors, we hire someone with a STEM background every 26 seconds. Our community has changed so much over the last five years than in the last 50 years. As a community, we need to not only consume talent, but produce talent.”

Huffaker also suggested the creation of a more robust mentor program. “Everyone knows that they should have a mentor, but not everyone knows how to use a mentor,” he said.

For more information on Detroit Drives Degrees, contact Greg Handel, vice president of education and talent, at ghandel@detroitchamber.com.

For more information on Forward Detroit, contact Marnita Hamilton at mhamilton@detroitchamber.com or 313.596.0310. To view a full list of investors and past Investor Exclusive content, visit our Investor Resources page.

American Society of Employers’ (ASE’s) Talent Symposium on Aug. 11 will explore how leadership development, collaborative cultures, and learning-focused workplaces encourage employee attraction and retention

The American Society of Employers (ASE), one of the nation’s oldest and largest employer associations, announces its Talent Symposium will be held on Aug. 11 at the MSU Management Education Center in Troy. The day-long event, back for a second year following a robust attendance at its 2015 debut, was created in response to ASE member interest in a variety of talent attraction and retention issues. The Symposium announcement was made by ASE CEO, Mary E. Corrado.

“We field ASE member queries every day about a variety of HR issues, and talent acquisition and retention are consistently near the top of the list,” Corrado said. “Building on last year’s inaugural event, ASE’s Talent Symposium will explore several facets of talent attraction and retention, including the role that workplace culture, collaboration and learning opportunities play in the talent arena.”

The Talent Symposium will feature a morning and afternoon keynote speaker. The morning speaker is Aaron Olson, MSEd, Chief Talent Officer at Aon in Chicago, an instructor at Northwestern University, and author of Leading with Strategic Thinking. Olson will speak on Developing Strategic Leadership: The Key to Competing. The afternoon keynote is Dr. Starr Shafer, President at StarResults. With a background in training and global initiatives, Dr. Shafer will speak on the topic, Develop Your Employees or Someone Else Will.

Other highlights of the event include the following breakout sessions and panel discussions:

• Attract the Right Talent
• Building Agility on Old Foundations Won’t Work
• Learn Emotional Intelligence
• Building Compelling Employee Value Propositions
• Distribute Leadership to Strengthen Your Organization
• Build a Radically Collaborative Workplace
• Grow your Own Talent
• Inclusion is Good Business
• Develop a Learning Culture

The ASE Talent Symposium on Aug. 11 begins at 8:00 a.m. and concludes at 4:00 p.m. For a complete conference agenda, registration and pricing information, please visit the ASE website.

About the American Society of Employers (ASE) – a Centennial Organization
The American Society of Employers (ASE) is a not-for-profit trade association providing people-management information and services to Michigan employers. Since 1902, member organizations have relied on ASE to be their single, cost-effective source for information and support, helping to grow their bottom line by enhancing the effectiveness of their people.

Learn more about ASE at www.aseonline.org.

Register for the region’s largest one-day Human Resources conference; March 17 ASE event will address opportunities and issues in the modern workplace

The American Society of Employers (ASE), one of the nation’s oldest and largest employer associations, will hold its 13th annual People, Profit, Progress Conference and Workshops on Thursday, March 17 at the Suburban Collection Showplace in Novi. Registration is open for the event, which attracts more than 350 attendees and is the region’s largest one-day Human Resources conference. ASE CEO Mary E. Corrado notes that the role of HR is evolving, demanding a broader, more strategic approach to human resources management.

“This year’s conference acknowledges that shift,” Corrado said. “Some of the speakers will address traditional HR topics like compliance, solving people problems and building a positive culture. But other sessions will look at emerging issues such as using predictive analytics to tie HR strategy to business outcomes, and employee engagement data to the realization of the organization’s vision.”

Keynote speakers are Jennifer McClure, founder of Unbridled Talent, and Todd Henry, founder of Accidental Creative.

Henry teaches leaders and organizations how to establish practices that lead to everyday brilliance. He is the author of three books: The Accidental Creative, Die Empty, and Louder Than Words, which have been translated into more than a dozen languages, and he speaks and consults across dozens of industries on creativity, leadership and passion for work. Die Empty was named by Amazon.com as one of the best books of 2013. His latest book, Louder Than Words, is about how to develop an authentic voice that resonates and creates impact. His keynote address is titled Passion for Work(life).

McClure is a sought-after speaker and business advisor who combines her expertise as a business leader, Human Resources executive, executive recruiter and executive coach with practical strategies to help leaders increase their impact, grow their influence and deliver results in their careers and in their organizations. Her keynote is titled The Future of HR: Four Keys for Creating Competitive Advantage through Innovative People Strategies.

Conference topics and breakout sessions include:
• Taking the Mystery out of Mobile Recruiting
• Ignorance is Not Bliss: Staying on Top of the Changing Legal Landscape
• Key Human Resource Trends and Priorities for 2016
• Creating Manager Accountability for Employee Development
• Seeing the Future Using Predictive Analytics
• Why Employees Sue: A Live Debate Between Management-side and Employee-side Attorneys
• Techniques to Build a Culture of Collaboration
• Talent Shortages & Skills Gaps: 5 Ways to Win the War For Talent
• Demystifying Engagement Data: Moving from Numbers to Insight to Action
• Manage Your Problem Employees Without Losing Your Mind
• Building an HR Strategy
• Hello ‘Stay Interviews’, Goodbye Talent Loss

For a complete conference agenda and registration information, please visit the ASE website.

About the American Society of Employers (ASE) – a Centennial Organization
The American Society of Employers (ASE) is a not-for-profit trade association providing people-management information and services to Michigan employers. Since 1902, member organizations have relied on ASE to be their single, cost-effective source for information and support, helping to grow their bottom line by enhancing the effectiveness of their people.

Learn more about ASE at www.aseonline.org.

 

Detroit office of Brinks Gilson & Lione participating in new ‘Growing Detroit’s Young Talent’ (GDYT) summer youth program

DETROIT – The Detroit office of Brinks Gilson & Lione, one of the largest intellectual property law firms in the U.S., has committed to participate in the inaugural Grow Detroit’s Young Talent (GDYT) program, a six week summer youth employment program from July 6 through Aug. 28 that combines work readiness training with on-the-job experience designed to prepare Detroiters, ages 14 to 24, for Detroit’s workforce.

The announcement was made by Kelly Burris, managing partner of the Detroit office.

“We are pleased to support the efforts of GDYT in its quest to provide work readiness training and employment opportunities for young Detroiters during the summer,” Burris said. “Collaborative programs that engage corporate partners, philanthropists and the City of Detroit are an important step towards creating a well-rounded young adult workforce for Detroit and the region.”

Eligible young people are recruited for GDYT through local schools, community organizations, and the city’s workforce development system. Youth are matched to employers based on interest, ability, and accessibility. Brinks’ GDYT participant is a 15-year-old rising junior who plans to pursue a degree in business law after high school. Learn more about GDYT here.

Brinks Gilson & Lione
The attorneys, scientific advisors and patent agents at Brinks Gilson & Lione focus their practice in the field of intellectual property, making Brinks one of the largest intellectual property law firms in the U.S. Clients around the world rely on Brinks to help them protect and enforce their intellectual property rights. Brinks attorneys provide counseling in all aspects of patent, trademark, unfair competition, trade secret and copyright law. More information is available at www.brinksgilson.com.

Detroit Regional Chamber Announces Participants for Leadership Detroit Class XXXIV

DETROIT, August 16, 2012 – Today, the Detroit Regional Chamber announced the participants in Leadership Detroit Class XXXIV, a 10-month transformational leadership program designed to challenge emerging and existing leaders from Southeast Michigan to bring about positive change.

“Southeast Michigan has some of the most talented executives anywhere, and their leadership holds the key to our region’s future prosperity,” said Sandy K. Baruah, president and CEO of the Detroit Regional Chamber. “Leadership Detroit has a strong legacy of bringing together executives from around the region who are committed to making a difference. This year’s class is poised to drive the dialogue and build the relationships that will move our region forward.”

Class XXXIV features 69 executives from across Southeast Michigan representing a cross-section of the community, including business, organized labor, government, education, media, civic groups, health services and community organizations.

“We’re excited about the individuals participating and the organizations they represent,” said Dan Piepszowski, senior director of community leadership development at the Detroit Regional Chamber. “This class has the right balance and dynamic that will help build the strong relationships for the region to tackle the challenges ahead.”
Leadership Detroit provides opportunities for participants to foster and spark problem-solving discussions, while providing new views on key issues to lead the region to success. As it has since 1979, Leadership Detroit will continue its role in addressing, discussing and leading conversations important to the Detroit region. Click here for a complete list of the Leadership Detroit Class XXXIV roster.

About Leadership Detroit
Leadership Detroit is a community leadership program for executives in Southeast Michigan led by the Detroit Regional Chamber with over 1,800 alumni. Launched in 1979, the program aims to create awareness of key issues that affect the Detroit region and to challenge emerging and existing community leaders to bring about positive change in the community through informed leadership. For more information, please visit the Leadership Detroit web page.

About the Detroit Regional Chamber
With over 20,000 members and affiliates, that employ over three quarters of a million workers, the Detroit Regional Chamber is one of the largest chambers of commerce in the country. The Chamber’s mission is carried out through business attraction efforts, advocacy, strategic partnerships and providing valuable benefits to members. For more information, please visit detroitchamber.com.

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Enhancing the Talent Pipeline: Near-term and Long-term solutions to fill your talent needs

MICHauto hosted “Enhancing the Talent Pipeline:  Near-term and Long-Term solutions to fill your talent needs” on Monday, July 9, 2012 at the Federal Reserve Bank of Chicago – Detroit Branch.

Since its launch in January, MICHauto has been hard at work building a coalition of industry executives, developing Michigan-centric promotional materials, engaging in business attraction activities, and connecting stakeholders to address the industry’s engineering talent shortage.  The Detroit Regional Chamber’s MICHauto program hosted an event focused on increasing the number of engineers in the talent pipeline and introducing new programs that assist private industry in solving their immediate engineering needs.  Attendees were educated on four topics: private industry involvement in science, technology, engineering and math (STEM) education reform; corporate immigration assistance and foreign-born recruitment; the utilization of academia’s research and development capabilities; and a unique engineering internship program.

Find presentations from the event below (Click the presentation name to view in PDF Format):

Athena Trentin, Program Director, Global Talent Retention Initiative of Southeast Michigan

Dennis Atkinson, Director of Corporate Engagement/Michigan Corporate Relations Network, Wayne State University

Rebecca Wenglinski, Program Manager, Talent Enhancement, Michigan Economic Development Corporation

Dr. Joachim Wolschendorf, CTO and Vice President of the Vehicle and Drivetrain Engineering Division, FEV, Inc.

For more information on MICHauto, contact Rob Luce at 313.596.0383.    This event was presented in strategic partnership with the Michigan Economic Development Corporation (MEDC) with presenting sponsorship from Warner, Norcross, and Judd, LLP.